Introduction
Working teams are organized groups within organizations that are set with specific roles and duties. They are instrumental in enhancing performance in most settings since they promote delivery of quality services. This explains why most institutions are currently re-organizing their workforce into working teams as a measure to drive performance.
The institutions focus on team building because the strategy remains an effective performance driver that promotes productivity of each member in an institution. Emphasize on team building is also done since it promotes innovation, creativity and sharing of ideas that touch on various issues that include business simulation exercises.
As noted by scholars, working teams are very important in any institution that aspires to perform well, especially in the current competitive environment. This is apparent since their role in steering growth cannot be ignored at any rate because they define the level of performance in all levels of operation. In particular, working teams enhances innovation, creativity, and coordination of activities in diverse settings.
This is evident since they bring individuals with different skills and talent together hence promote idea sharing and formulation of customized solutions to various needs of customers. The customized solutions are normally achievable because of the complementary skills that team members have.
How groups can become high performance teams
As noted, effective performance teams are important in any institution that seeks to record exemplary performance. They are important because they ensure sanity and delivery of quality services through well-defined approaches. This explains why working groups must strive to be high-performance teams to enable the institutions that they work for record exemplary performance.
The working groups must ensure that they adopt conventional systems of operation and engagement that are socially and economically viable. They must also ensure that they adopt structured operating guidelines that are based on mutual understanding and performance ideals. Firstly, working groups can become performance teams highly if each individual identifies fully and understand his roles.
This is important since understanding of delegated roles that each individual is to execute is to eradicate duplication of work, including deviation from the main goals. It also ensures that specific roles that are given to each member are not compromised at any rate. Secondly, building strong and effective working teams requires proper skill, including talent synchronization.
This is essential since individuals have different skills that can only yield best results when complimented. For instance, an individual in an institution may have immense communication skill, while another may have superior technical know-how and another system design skills. These individuals can only work best and be productive if they are well organized as opposed to working in isolation.
This is important since if they work together, they would be able to design or develop more innovative ideas of enhancing quality in service delivery. Similarly, working groups become more vibrant teams when they are focused, determined devoted and goal-oriented. They must be equipped with the organizational goals to enable them focus their synergies in providing required services without complications.
This is essential since working without clear focus on the objectives to be achieved is highly detrimental. Fourthly, developing effective working teams that are result oriented requires effective management and communication between stakeholders. It also requires proper understanding of individual’s potentials, working capacity and style.
Further, effective working teams are realized through the adoption of robust conflict resolution mechanisms. Conflict resolution is an important aspect that can impede the cohesiveness of team members if not managed properly. This is because conflicts normally erode understanding, including social integration that is significant in any setting.
How roles of individuals on teams vary
Individuals play distinct roles in the respective teams or working groups that they operate under. The roles are normally distinct since they are based on individual’s potentials and capacity in terms of skills, talent and other factors. In particular, individual’s roles are designed after taking into consideration each person’s academic level, line of profession and work experience.
Duties are also assigned in consideration of an individual’s skill base, performance ideals, and interpersonal qualities especially when executing simulation exercises that require high level of accuracy. Despite the distinctive nature of the roles that individual team members play in diverse settings, they are geared towards facilitating the achievement of the overall goals that are put in place.
In fact, the distinctive nature of the roles is to enable a business institution to meet its set objectives effectively and conveniently through innovative approaches. As noted, the roles of individuals vary due to differences in skills, attitude, talent, experience, and understanding. These are key aspects that influence the kind of duties and responsibilities that an individual can be assigned in an institution.
This is evident since an individual can only be assigned to execute a duty that he can perform better based on his prowess. This is essential because achieving exemplary performance requires delegation of work appropriately to relevant individuals who have the capacity to provide quality results.
For instance, an IT professional who works in a business entity that executes simulation tasks should be given a role that is related to IT such as the development of operating systems to aid simulation procedures as opposed to a management role. Such a strategy ensures that each team member provides quality services that hold the capacity of driving performance without making mistakes. These elements explain why tasks and responsibilities that individuals in various teams execute vary.
Strengths and weaknesses relative to team work
For one to participate as an effective team member in any setting, including a business setting that executes simulation tasks, he must identify and capitalize on his strengths and mitigate the evident weaknesses. That is one has to know the kind of incentives that are considered as instrumental in enhancing his team’s performance and those that are regarded as liabilities.
Key strengths that are relative to teamwork that individuals should uphold include determination, having proper interpersonal skills, devotion to hard work, positive attitude, and creativity. These elements are significant and every individual in a team should adopt them to enhance performance.
Consequently, the weaknesses that are related to teamwork in a business that performs simulation exercises include lack of mutual trust unclear goals, poor leadership, and undefined roles. These weaknesses require proper mitigation to ensure that team members work as a cohesive team under ideal guidelines.
How teams can effectively resolve group conflict
Conflict resolution is an integral element that defines the level of engagement among team members in any group. Poor conflict resolution mechanisms lead to dismal performance, while superior conflict resolution leads to increased understanding and performance. This explains why team members or managers must ensure that effective conflict resolution mechanisms are put in place to guard against integration risks.
Notably, teams or team leaders are under obligation to develop vibrant conflict resolution mechanisms and approaches that are acceptable. The approaches must be able to foster peace, understanding, and corporation among team members. They must also be economically viable to advance their holistic adoption. The first viable mechanism of conflict resolution that remains in practice to date is through mediation.
This approach has been widely used due to its relevance in eradicating any form of hostility between individuals through mutual engagement. It focuses on establishing the existing complication, mistakes done by the conflicting parties and then strives to find an amicable solution. A mediator whose role is to ensure that sanity is restored through a nondiscriminatory judgment normally drives the process.
The second viable conflict resolution mechanism is through arbitration. The process provides arbitrary amicable structure that ensures absolute achievement of understanding between conflicting parties in a team. It holds the capacity of ensuring that understanding and cohesiveness is upheld in our team that has the mandate of promoting the integration of simulation business practices.
Conclusion
Indeed, effective working teams have been instrumental in enhancing performance in most institutions, including those that specialize in executing business simulation exe3rcises. This is because they ensure that best practices are integrated when various activities are being executed.
They also ensure that quality is not compromised at any level of operation. Consequently, teamwork is encouraged in most settings to enable managers to establish the potentials of employees and their working capacity. It gives them the opportunity to assign each employee relevant tasks and monitor how they perform. Therefore, the concept of team building enables managers to understand each employee’s working capacity and limiting factors.